From team member to manager: Easing the transition with L&D

Becoming a manager for the first time is both a professional milestone and a steep learning curve. Many first-time managers are promoted because of strong technical skills or consistent performance in their current role. But the leap from team member to leader isn’t about doing more; it’s about doing things differently.

Moving into management means stepping into a role that requires influence, communication, decision-making, and the ability to motivate others — often former peers. It’s no surprise that many first-time managers struggle in their early months, not because they lack potential, but because they haven’t been equipped with the right tools.

That’s where learning and development (L&D) teams can play a pivotal role. With the right support, new managers can build the confidence and capability they need to lead effectively, avoiding the common pitfalls that undermine early success.

Why technical ability isn’t enough

High performers often get promoted based on what they do well as individuals. But managing others calls for a new skillset — one centred on enabling performance in others, not just delivering it yourself.

The challenges of stepping into a managerial role include setting expectations, giving feedback, managing conflict, coaching team members, and making decisions that aren’t always popular. There’s also the shift in relationships, leading former peers, navigating team dynamics, and balancing professional distance with empathy.

Without preparation, many new managers default to one of two extremes: micromanaging because they don’t trust the process, or stepping back too far out of fear of overstepping. Both approaches can damage trust, performance and team morale.

Supporting new managers with structured leadership development ensures they understand what’s expected of them, where they add value, and how to lead with purpose rather than guesswork.

The skills that matter most in first-time management

While every management role is different, there are some core leadership skills that consistently underpin successful transitions. These include:

• Emotional intelligence: Understanding yourself and others is key to leading people. Self-awareness, empathy and the ability to manage emotional responses help build trust and credibility
• Communication: Clarity, consistency and active listening are essential for effective leadership. Managers must be able to share goals, explain decisions, and listen to feedback
• Delegation and prioritisation: New managers often struggle to let go of tasks. Learning to delegate, trust others, and focus on strategic priorities is essential to scaling their impact
• Coaching and feedback: Knowing how to develop others through constructive feedback and supportive conversations is at the heart of performance management
• Decision-making: Managers must be able to make timely, informed decisions – and be accountable for them, even when outcomes are uncertain

These soft skills can’t be mastered overnight, but they can be developed through targeted L&D that blends self-reflection with practical application.

How L&D can support the transition

Supporting first-time managers shouldn’t start on day one — it should begin much earlier. Organisations that identify and nurture potential leaders in advance help ensure a smoother transition and greater long-term success.

Learning and development (L&D) teams play a pivotal role in this process. Rather than relying solely on formal training, a blended approach that incorporates mentoring, experiential learning, and on-the-job support is often most effective.

Establish mentorship and peer learning programmes

Pairing new managers with experienced leaders gives them access to practical insights and real-world advice. Mentors can provide guidance on common challenges, offer feedback, and model effective leadership behaviours. Peer learning groups can also create a safe space for new managers to share experiences and troubleshoot challenges together.

Offer structured leadership development pathways

L&D teams can design progressive development programmes that introduce core management concepts before promotion, and then build on those skills once the role begins. These pathways might include topics like goal setting, delegation, feedback, conflict resolution, and team motivation delivered in bite-sized formats to suit busy schedules.

Provide real-time learning support

Microlearning, job aids, and coaching sessions can help new managers apply theory in the moment. On-demand resources or internal knowledge hubs can empower managers to quickly find answers and boost confidence when navigating unfamiliar situations.

Create opportunities for reflection and feedback

Encouraging self-assessment and providing regular check-ins with HR or L&D professionals helps new managers track progress and adjust their approach. It also reinforces a culture of continuous learning and personal development.

Promote resilience and wellbeing

The transition to management can be stressful. L&D can support new leaders with tools and resources focused on emotional intelligence, stress management, and maintaining work-life balance, all of which are essential for long-term leadership effectiveness.

By taking a proactive, personalised approach, L&D can ensure new managers are not only prepared for their new responsibilities but supported throughout their leadership journey.

Setting new managers up for success

Promoting someone into a leadership role is an investment — not just in that individual, but in the wider team they’ll go on to lead. When managers succeed, they create positive cultures, retain talent, and deliver results. But when they struggle, the impact can ripple far beyond their own workload.

By embedding leadership development into your L&D strategy, and supporting first-time managers from the moment they’re identified, you give them the tools they need to thrive and provide your organisation with the leadership it needs to grow.

Upskilling your first-time managers? ILX offers structured leadership training designed for early-stage managers, with courses centred on topics from emotional intelligence to people management. Explore our business skills courses or speak to our team to learn how we can develop a tailored L&D programme to address your needs.